Common use of TEACHER EVALUATION AND PROGRESS Clause in Contracts

TEACHER EVALUATION AND PROGRESS. A. A probationary teacher employed for at least one full school year, shall be provided with an individualized development plan developed by administrative personnel in consultation with the probationary teacher. A probationary teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable).

TEACHER EVALUATION AND PROGRESS. A. A The evaluation of the performance of each teacher in the school system is the responsibility of the administration. Evaluations shall be conducted by the building principal, assistant principal, or other qualified administrator of the school district. Each teacher, upon employment or at the beginning of the school year, whichever is later, shall be apprised in specific terms of the teacher’s responsibilities. Teachers will be informed of the criteria upon which they will be evaluated. B. It shall be a major administrative responsibility to assist teachers to become oriented to the district and improve instruction through direct observations and evaluation of the teacher’s work and providing written evaluation of those observations together with any recommendation an administrator may have for the teacher. C. Probationary Teacher 1. When a probationary teacher is employed for at least one (1) full school year, shall prior to the beginning of the second year, the teacher will be provided with an individualized development plan (IDP) developed by appropriate administrative personnel in consultation with the probationary individual teacher. A probationary teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation; and 2. The annual year-year end performance evaluation shall be based on, but is not limited to, at least two (2) classroom observations held at least sixty (60) days apart, unless a shorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the administration; and 3. The annual year-end performance evaluation evaluations shall include at least an assessment of the teacher's ’s progress in meeting the goals of his or his/her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteriaplan (IDP), which will include the checklist and narrative portions of the professional performance review. B. D. Tenured Teacher 1. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. The administrator may perform an evaluation more often if he/she so desires, or if requested by the teacher; and 2. If a tenured the teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than overall satisfactory performance evaluation, the teacher will be provided with an individualized development plan (IDP) developed by the administration appropriate administrative personnel in consultation with the individual non-classroom teacher; and 3. The performance evaluation will required every three (3) years shall be based donon, but is not limited to, one general observation. It is understood that some areas at least two (2) classroom observations conducted during the period covered by the evaluation and, if the teacher has an individualized development plan (IDP), shall include at least an assessment of the evaluation instrument may not be appropriate for teacher’s progress in meeting the non- classroom teacher and those areas may be noted as “NA” goals of his/her individualized development plan (non-applicableIDP). E. When evaluations are conducted by the administration and negative factors are observed, a formal discussion between the evaluator and the affected teacher shall take place within five

TEACHER EVALUATION AND PROGRESS. The teacher evaluation system shall comply with the requirements of law as evaluations, Individualized Development Plans, and probationary/tenure status is determined for teachers. Evaluation forms can be found in Appendices #1-6 at the end of this Agreement. A. The parties agree that it is the duty of the Administration to evaluate all bargaining unit members. The purpose of the evaluation is to determine the extent to which a bargaining unit member is performing his/her professional duties, as indicated in the evaluation tool. The evaluation process must be done according to the following procedures to assure a fair and useful evaluation of bargaining unit members. Individually or as a group, all staff members will be given the criteria to be used for the evaluation at least fifteen (15) working days prior to the time evaluations will begin. Said criteria shall be as mutually agreed upon by a committee comprised equally of teachers and administrators, as well as equal representations from the high school, middle and elementary levels. Staff members will be given at least twenty-four (24) hours prior notice of their first visitation. Every attempt will be made to notify staff members, prior to the visitation, if the administrator is not going to be able to attend the classroom visitation. No employee shall have a formal visitation scheduled during the first or last two (2) weeks of the school year. B. Evaluations shall be conducted only by those administrators that have, or at one time held, a valid teaching certificate. Test scores or results will not be used as the sole basis for evaluating bargaining unit members. If requested by either the teacher or the building principal, additional observations may be made by another district administrator or the Superintendent of Xxxxxx Consolidated Schools. No electronic device shall be used during the observation process without the consent of the teacher. All monitoring or observation shall be conducted openly and with full knowledge of the teacher. However, the teacher shall be aware that his/her performance is under continuous evaluation during any school function. Any unsatisfactory behavior observed at a school function outside the school day will be discussed with the employee in a personal conference within 5 working days of the administration becoming aware of the behavior. All information will be discussed prior to being included in a written evaluation. C. The performance of all teachers shall be evaluated in writing as follows: 1. Step 1: A probationary teacher employed for at least one full school year, shall be provided with an individualized development plan Individualized Development Plan (IDP) each full school year of employment developed by administrative personnel in consultation with the probationary teacher. A teacher and his/her mentor (unless the probationary teacher will requests that the mentor not be evaluated at least once involved in this process and appropriate signatures are obtained). Within four (4) to six (6) weeks of initial employment, each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher bargaining unit member shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council Individualized Development Plan (E.A.C.IDP). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy IDP shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, with the probationary teacher, employee and his/her mentor (unless the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is requests that the mentor not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher involved in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have process and appropriate signatures are obtained) at a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed conference called by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood evaluator for that some areas of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable)purpose.

TEACHER EVALUATION AND PROGRESS. The Association and Board recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. Therefore, to this end, the following procedure has been agreed upon in an effort to accomplish these goals. A. A probationary teacher employed for The performance of all teachers shall be evaluated in writing. The evaluation form shall be included in the Master Agreement as Appendix 3. Probationary teachers shall be evaluated at least one full two (2) times during the school year, . The first evaluation shall take place before the end of October and a second evaluation before the end of February. These evaluations shall be provided with reported to the Superintendent no later than one week prior to winter break, and one week prior to spring break, respectively. A third evaluation shall be conducted upon the probationary teacher’s request and shall be reported to the Superintendent no later than the third Monday in April. Tenured teachers may be evaluated two (2) times during the year. These evaluations shall be reported to the Superintendent no later than one week prior to spring break. At least one classroom visit shall be announced and one may be unannounced. However, evaluations shall not be conducted on a day before or immediately after a school vacation. The time of observance on any given day shall not be longer than fifty-five (55) minutes at the elementary school and a normal teaching hour for both the middle school and high school. 1. For the first three (3) years of his or her employment in classroom teaching, a teacher shall satisfactorily complete an intensive professional development induction into teaching based on the individualized development plan developed which shall consist of at least fifteen (15) days of professional development, the experiencing of effective practices in university-lined professional development schools, and regional seminars conducted by administrative personnel in consultation with master teachers and other mentors, including classroom management and instructional delivery. The District shall be required to provide released time to the teacher to satisfy the fifteen (15) day professional development requirement mandated by law or shall provide additional compensation to the teacher for these fifteen (15) days of professional development. 2. Pursuant to Section 1526 of the School Code of 1976, each probationary teacher must be assigned to a mentor who shall serve as an advisor to the probationary teacher. A For each probationary teacher, a mentor shall be appointed by the administration with the approval of the Association. The mentor selected shall consent to the appointment. 3. The mentor shall assist the probationary teacher will be evaluated at least once each full school year during the probationary period, which term of the appointment. 4. The mentor teacher shall be an annual year-end performance evaluationa tenured teacher. The annual mentor teacher will receive a stipend of $200 per school year-end performance evaluation . The mentor and mentee shall be based on, but not limited to, assigned a common prep time when possible. 5. The mentor and mentee must meet at least two classroom observations held hours per month in September, October, November, and December. The mentor and mentee must meet at least sixty days apartone hour per month in January, unless February, March, and April. The mentor and mentee must submit a shorter interval between the two classroom observations is report that includes dates and times of meetings. The meetings may take place during prep periods, before and after school, or during lunch. The meeting time and place must be mutually agreed upon by the teacher mentor and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteriamentee. B. Tenured teachers will Evaluations shall be provided with conducted by the building principal, or an administrator if the building principal is unavailable, holding a performance evaluation at least once every valid teaching certificate and three (3) yearsyears of teaching experience. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher Evaluations shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized planopenly. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of the evaluation instrument may not shall be appropriate for signed by the non- classroom person making the evaluation and submitted during the personal review to the subject teacher and those areas may be noted as “NA” (non-applicable).within at least ten

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed and experienced teaching personnel. Therefore, the following procedure has been agreed to in an effort to accomplish these goals. A. A probationary teacher employed for at least one full school year, written copy of the district’s criteria agreed to by the parties shall be provided with an individualized development plan developed by administrative personnel in consultation with the probationary teacher. A probationary distributed to each teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment first day of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteriaschool. B. Tenured Tenure teachers will shall be provided with a performance evaluation at least evaluated no less than once every three years. C. A district administrator will conduct a pre-observation conference, which will review again the evaluation process and preview the day’s lesson objectives, place in course, teaching/learning activities, teaching behaviors, methods of measuring learning and any other behaviors the teacher might want monitored. This pre-observation conference will be held two (32) yearsschool days prior to the first formal observation. A date and time in which the second formal evaluation will take place will be identified, but no pre-observation conference is required. It is understood that observations occurring during informal visits to district classrooms may provide information that can be included in evaluations. If in the course of these informal visits a tenured teacher has received a less than satisfactory performance evaluationconcern is noted, it should be brought to the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher’s attention within 5 work days. The performance evaluation will be based on, but not limited to, at At least two classroom (2) formal observations, at least sixty (60) days apart, conducted during each probationary year will be held and the period covered by annual teacher evaluation will include these observations and the evaluationIDP outcomes. If the tenured teacher has been provided an individualized development planAt least two (2) formal observations, the evaluation shall include at least sixty (60) days apart, will be held for a tenure teacher and the annual teacher evaluation will include these observations. Evaluations will be conducted by a district administrator. D. A district administrator will conduct an assessment open classroom observation of not less than one (1) class period at the secondary level and one (1) teaching lesson within fifty (50) consecutive minutes at the elementary level. No evaluation observation shall unduly interfere with the normal teaching-learning process. All classroom monitoring or observation of the performance of a teacher for evaluative purposes shall be conducted openly and with the full knowledge of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 Within five (5) school days of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teachera formal observation, the teacher shall will have a post-observation conference with the evaluator to discuss the observation. If an opportunity to submit additional information to the Superintendent. In the event administrator believes a probationary teacher is not continued doing satisfactory work, a discussion will take place in employment, the Board will advise conference reinforcing the teacher strengths of the reasons therefore in writing with teacher’s performance. At the teacher’s request, a copy to final personal conference may be held within five (5) school days of receipt of the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissiblewritten evaluation. F. Each If an administrator believes, a teacher is doing unsatisfactory work, the reasons and specific ways in which the teacher is to improve, and the assistance to be given by the administrator will be discussed with the teacher and reflected in a written job improvement target plan. The teacher may submit a response to the plan, which shall be attached to the plan. A period of forty-five (45) teaching days will be granted in order to improve the teaching performance during which time conferences between the administrator and teacher will take place. The teacher shall have the rightright of representation in any conference. (The following section G does not apply to a first year probationary teacher who has been through the 45-day job improvement target plan when a decision has been made for non-renewal.) G. The intensive assistance program will include the specific areas of deficiencies; a prescription for improvement, upon requestnon-tenured teachers will have a set time limit of no less than forty-five (45) teaching days to correct the deficiencies, tenured teachers will have a set time limit of no less than one hundred thirty-five (135) teaching days to review correct the contents deficiencies. Precise consequences should either the tenured or non-tenured teacher fail to attain the level of his own personnel file and respond theretoimprovement prescribed by the administration will be discussed. A representative Any charges concerning the professional competence of a tenure teacher arising out of the Association may, at evaluation process shall be filed with the teacher's request, accompany Board by April 30. H. All administrators involved in observations/evaluations shall be trained in the teacher techniques and criteria to be used in this reviewthe evaluation process. I. 1. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development Mentor - PA In accordance with Public Act 335 of 1993 G. Non-, Section 1426, for the first 3 years of employment in classroom tenured teaching, a teacher shall be assigned 1 or more master teachers, or college professors or retired master teachers covered under this agreement will have who shall act as a performance evaluation at least once every three (3) years. If mentor or mentors to the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will building principal shall make the assignment(s). The Mentor Teacher assignment shall be based don, but subject to review by the Mentor Teacher and the Mentee after each semester. Either the Mentor Teacher or the Mentee may terminate the relationship at that time. Participation as Mentor Teacher is voluntary. The building principal shall publish a listing of mentors and mentees annually. The Mentor Teacher shall not limited to, one general observationbe involved in evaluating the Mentee. It is understood that some areas A Mentor Teacher shall receive $150 per semester for being a Mentor Teacher. The Mentee shall be paid $50 per day if the fifteen (15) professional development days required by P.A. 335 are not within the parameters of the evaluation instrument may not be appropriate for the non- classroom teacher regular workday and those areas may be noted as “NA” (non-applicable)work year.

TEACHER EVALUATION AND PROGRESS. A. A humane and effective system of professional staff evaluation must have at its base certain assumptions about employees as individuals, the nature of the process, and the kind of environment that fosters positive relationships. Our system will be consistent with the District Mission and be based on the following assumptions. 1. Respect for the worth and dignity of each individual involved in the process will be maintained. 2. Evaluation is judgmental in nature, happens informally as well as formally, and is an on-going process. The school district as well as individual schools, therefore, has a responsibility to xxxxxx an environment which produces trusting relationships. 3. Communication and evaluation should be two-way and should be constructive for both the person being evaluated and the evaluator. 4. To have integrity and be valued, an evaluation system must be applied as consistently as possible from person-to-person and building-to-building. 5. People should be recognized for work well done. 6. Any evaluation system should itself be evaluated regularly. B. A probationary teacher employed for at least one full school year, shall year will be provided with an individualized development plan developed by administrative personnel in and consultation with the probationary teacher. A probationary teacher will pursuant to the requirements of the Michigan Teacher Tenure Act MCL 38.83a. The teacher is required to be evaluated at least once each full school year during the probationary period, which shall be period as an annual year-end performance evaluation. The annual year-end performance evaluation shall must be based onupon, but not limited to, to at least two classroom observations held at least sixty 60 days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall must include at least an assessment of the teacher's ’s progress in meeting the goals of his or her the individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not will be reprimandedevaluated, disciplined, or discharged without just cause. Any matters subject annually according to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this AgreementAct. The discharge or demotion of MIL 38.93. Further if a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration administrative personnel in consultation with the individual nonclassroom observations conducted during the period covered by the evaluation and include at least an assessment of the teacher’s progress in meeting the goals of his or her individualized development plan. C. Evaluation shall be conducted by an administrator of the Xxxx-Xxxxx Area Schools system. Each probationary teacher shall be observed in person for a minimum of thirty (30) consecutive minutes as a partial basis for evaluation. All monitoring or observation of the performance of a teacher in the classroom teacher. The performance evaluation will be based donconducted openly and not by use of eavesdropping, but not limited to, one general observation. It is understood that some areas public address or audio systems and similar surveillance devices. D. A personal conference between the teacher and the evaluator shall take place within ten (10) days of the evaluation instrument may not be appropriate classroom observation for the non- classroom school year unless either the principal or the teacher and those areas may be noted as “NA” (non-applicable).requests an additional conference regarding the evaluation. Three

TEACHER EVALUATION AND PROGRESS. A. A probationary teacher employed for at least one full school year, Evaluation shall be provided conducted in accordance with the requirements of the Teacher Tenure Act. The purpose of evaluation is to determine the extent to which a bargaining unit member is performing his/her professional duties. Each teacher shall also complete a self- evaluation, using the same form, each time an administrative evaluation is conducted. A personal interview shall be held within ten (10) school days of the observation, and both evaluations shall be available at this time. The written evaluations shall be placed in the teacher’s file within fifteen (15) school days of the observation with an individualized development plan developed by administrative personnel in consultation with copy to be furnished to the probationary subject teacher. A probationary In the event that the teacher will feels his/her evaluation was incomplete or unjust, he/she shall put his/her objections in writing and have them attached to the evaluation report to be evaluated at least once each full school year during the probationary period, which placed in his/her personnel file. B. Evaluation shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based onconducted only by school administrators holding a valid teaching certificate, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually or other personnel agreed upon by the teacher administration and the administrationAssociation. The annual year-end However, an administrator shall not be precluded by any provision contained herein from informally documenting and evaluating the performance or behavior of any teacher. Each observation for the purposes of evaluation shall include at least an assessment be made in person for a minimum of thirty consecutive minutes. All monitoring or observation of the performance of a teacher shall be conducted openly and with the full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will C. An evaluation cycle shall be provided with a performance evaluation at least once every three (defined as: 1) Monitoring work site performance; 2) Classroom observation(s); 3) yearsPost observation conference(s); and 4) A written evaluation. If Should the evaluation demonstrate that an employee has any area(s) that need(s) improvement, the evaluator shall develop a tenured teacher has received plan of improvement which: 1. Identifies specifically the area(s) that need(s) improvement. 2. Provides the employee with specific, appropriate recommendations for improvement. 3. Develops a less fair and workable time line for such improvement. This time line shall include follow-up visit(s) to evaluate the area(s) of concern. D. No later than satisfactory performance evaluationsixty (60) days before the end of each individual teacher’s probationary year, the final written evaluation report, including the recommendation as to whether the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with advanced to tenure status, offered additional probationary status, or denied a contract for the individual teacher. The performance evaluation ensuing school year, will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered furnished by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject Administration to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissiblesuperintendent. F. E. Each teacher shall have the right, upon request, and in accordance with MCLA 423.503, to review the contents of his his/her own personnel file and respond theretofile. A representative of the Association may, at the teacher's ’s request, accompany the teacher in this his/her review. Each teacher's personal ’s personnel file shall contain the following minimum items of information: - All teacher evaluation reports Teaching Certificate and/or copy - Copies of annual contracts - Teacher certificate - A transcript of academic records - Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record Failure of Professional Development - PA 335 a teacher to supply required medical information, a teacher certificate, and a transcript of 1993academic records shall be grounds for withholding pay. F. No material shall be placed in a teacher’s personnel file without the teacher’s knowledge of it. Any materials of an adverse or critical nature shall be signed by the teacher; such signature shall not denote agreement with the material, only awareness of it. The teacher shall have thirty (30) calendar days to attach a rebuttal, explanation, or comment to any such materials to be included in the file. Such rebuttal, explanation, or comment shall be subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978). G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher The Manistique Area Schools’ surveillance monitors will be provided with an individualized development plan developed by the administration personnel strictly prohibited as a unit of evaluation of members. H. 1. A Mentor Teacher shall be defined as a Master Teacher as identified in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas Section 1526 of the evaluation instrument may not be appropriate for School Code and shall perform the non- classroom teacher and those areas may be noted duties of a Master Teacher as “NA” (non-applicable)specified in the code.

TEACHER EVALUATION AND PROGRESS. A. A probationary teacher The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed for at least one full school yearand experienced personnel. Therefore, shall be provided with to this end, the following procedures have been agreed to in an individualized development plan developed by administrative personnel in consultation with the probationary effort to accomplish these goals: X. Xx orderly, recorded, formal evaluation requires an administrator to have direct knowledge of a teacher's work. 1. A probationary teacher Teachers will be evaluated at least once each full three (3) times the first probationary year and at least two (2) times during subsequent probationary years. These evaluations, including the instrument, will be based on the teacher's Individual Development Plan (IDP) as required by law. Teachers who have held tenure positions prior to becoming employees of the Clio Area Schools will be evaluated at least three (3) times before the annual notification date. Teachers may be evaluated annually after being placed on tenure. The written evaluation will be presented to the teacher for review. It will be reviewed by the Assistant Superintendent for Curriculum and Instruction, the Assistant Superintendent for Business and Operations, and the Superintendent of Schools. A copy of these evaluations will be kept on file in the Board Office. 2. Evaluation should encourage continuation of acceptable teacher performance and improvement of short- comings. 3. Teaching ability will be determined by the evaluation of a teacher's personal qualifications, relationships with students, and teaching effectiveness. 4. The evaluation procedure should provide an opportunity for teacher self-evaluation. 5. Evaluation forms must be open to administrator and teacher alike. 6. Principals and supervisors share responsibility in evaluation. B. At the beginning of the school year year, all teachers will receive an orientation of the method that will be used in the evaluation of teachers during the probationary period, which school year. The tenure procedure will also be reviewed. The process for completing a formal evaluation of teaching performance shall be an annual year-end as follows: 1. Classroom observations shall be logged and dates and times of classroom visits recorded. 2. Have conferences with the teacher, as needed. 3. Unsatisfactory teaching performance evaluationwill be communicated to the teacher, in writing, specifying the areas where improvement should be made. 4. The annual year-end performance Complete formal evaluation of teaching performance. 5. Give teacher a copy of the formal evaluation for review. 6. Have personal conference with the teacher. 7. Ask the teacher to sign the teacher evaluation report indicating that it has been reviewed by the teacher. In the event that the teacher feels his evaluation was incomplete or unjust, he may put his objections in writing and have them attached to the evaluation report to be placed in his personnel file. 8. Send teacher evaluation report to Central Administration. 9. A copy of the written evaluation shall be based onsubmitted to the teacher at the time of personal interviews or within ten (10) days thereafter; one to be signed and returned to the Administration, but not limited to, the other to be retained by the teacher. New teachers must serve four (4) probationary years before being recommended for tenure. The evaluation schedule will be as agreed upon in the Individual Development Plan (IDP). a. First probationary year: (1) First formal evaluation will be completed no later than November 1st . (2) Second formal evaluation will be completed no later than February 1st . (3) Third formal evaluation will be completed no later than April 1st . b. Subsequent probationary years: (1) First formal evaluation will be completed no later than November 1st . (2) Second formal evaluation will be completed no later than April 1st . c. Teachers who must serve two (2) probationary years before being recommended for tenure will be evaluated according to the following calendar: (1) First formal evaluation will be completed no later than November 1st . (2) Second formal evaluation will be completed no later than February 1st . (3) Third formal evaluation will be completed no later than April 1st . A teacher who begins a probationary period after September 15th will be evaluated at least three (3) times during the teacher's probationary year. The first evaluation will be completed within two classroom observations held (2) months after the commencement of service. The final evaluation shall be at least sixty ninety (90) days apart, unless a shorter interval between prior to the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress probationary year. Notification of unsatisfactory service will be given to all probationary teachers in meeting the goals of his or her individualized development planMarch. Any Individual Development Plan must probationary teacher who is recommended for discontinuance of service will be consistent with evaluation criterianotified at least sixty (60) days prior to the close of school. B. Tenured C. Evaluation of tenure teachers will be provided with a performance evaluation at least once every three (3) yearscompleted by May 1st annually. If a tenured A tenure teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation whose work is considered unsatisfactory will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject evaluated according to the terms schedule defined in 9.a. above. Tenure teachers whose service is discontinued shall receive a registered letter of notification and procedures statement of charges from the Michigan Teacher Superintendent and be advised of their rights under the Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitrationAct. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond theretofile. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, No material may be placed therein without allowing the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas opportunity to file a response thereto and said response shall become a part of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable)said file.

TEACHER EVALUATION AND PROGRESS. A. A probationary teacher The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed for at least one full school yearand experienced personnel. Therefore, shall be provided with to this end, the following procedure has been agreed to in an individualized development plan developed by administrative personnel in consultation with effort to accomplish the probationary teacher. A probationary teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteriagoals. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluationA. Each teacher, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his upon his/her employment or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year, whichever is later, shall be apprised of the specific criteria upon which he/she shall be evaluated. B. A pre-evaluation conference shall be held between the evaluator and the teacher so that the evaluator can be apprised of the teacher's objectives, methods, and materials planned for the teaching-learning situation. C. The evaluation of teachers shall be in writing. Probationary teachers shall be evaluated at least three times during the school year, two months following the teacher's commencement of service, four months after the teacher's commencement of service, and ninety days prior to the end of the probationary school year. Teachers whose services are being considered for termination under provisions of the Tenure Act, shall receive a registered letter of notification and statement of charges from the Superintendent and be advised of their rights under the Tenure Act for a hearing and appeal. The Association shall receive a copy of such notification. Teachers who are so notified may be suspended with pay pending a final determination by the Board after completing a hearing as provided in the Tenure Act. D. Evaluation shall only be conducted by an administrator. Such observation shall be made in person for a minimum of thirty consecutive minutes. All monitoring or observation of work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, surveillance equipment, public address or audio-system and similar surveillance shall not be used as a device for teacher evaluation. E. A copy of the written evaluation after each observation shall be submitted to the teacher at the time of the personal interview or within ten days thereafter; one to be signed and returned to the administration, the other to be retained by the teacher. In the event that the teacher feels his/her evaluation was incomplete or unjust, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her personnel file. All evaluations shall be based upon valid criteria for evaluation of professional growth as jointly determined by the Board and the Association. F. No later than April 1 March 15 of each probationary year, the Administration shall submit year the final written evaluation report will be furnished to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the AssociationAssociation and provide for a hearing where requested. I. If an evaluator finds a teacher lacking, the reasons therefore shall be set forth in specific terms as shall identification of the specific ways in which the teacher is to improve and of assistance to be given by the administrator and other staff members. In any grievance or tenure proceedingsubsequent evaluation reports, all evaluations and responses thereto failure to again note a specific deficiency shall be admissibleinterpreted to mean that adequate improvement has taken place. F. Each teacher shall have the right, upon request, to review the contents J. A committee of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will administrators and three (3) teachers shall be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of established to review the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable)instrument.

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. The TEA and the Board shall each designate two members that will review and recommend changes to the evaluation form and process. Proposed form and process must be reviewed and approved by the Board of Education and the TEA. Efforts shall be made to have the new evaluation process approved by the end of January 2011. Until such new evaluation form and process is ratified, the following procedure will be followed: A. A probationary teacher employed for The performance of all teachers shall be evaluated in writing. Probationary teachers shall be evaluated at least one full three (3) times during the school year; one (1) month following the teacher’s commencement of service, shall be provided with an individualized development plan developed by administrative personnel in consultation with three (3) months after the teacher’s commencement of service, and ninety (90) days prior to the end of the probationary teacherschool year. A probationary teacher will Tenure teachers shall be evaluated at least once each full school year during every year. Teachers whose services are being considered for termination under provisions of the probationary periodtenure act shall receive a registered letter of notification and statement of charges from the Superintendent and be advised of their rights under the tenure act for a hearing and appeal. The Association shall receive a copy of such notification. Teachers who are so notified may be suspended without pay pending a final determination by the Board after completing a hearing as provided in the tenure act. B. Evaluations shall only be conducted by a qualified building principal or assistant principal or other full-time administrator having had (2) two years successful teaching experience, which at the teacher’s level of performance. Each observation shall be an annual year-end made in person for a minimum of thirty (30) consecutive minutes. (All monitoring or observation of the performance evaluation. The annual year-end performance evaluation of a teacher shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between the two classroom observations is mutually agreed upon by the teacher conducted openly and the administration. The annual year-end performance evaluation shall include at least an assessment with full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan). C. A tenured copy of the written evaluation shall be submitted to the teacher at the time of personal interviews or within ten (10) days thereafter; one to be signed and returned to the Administration, the other to be retained by the teacher. In the event that the teacher feels his evaluation was incomplete or unjust, he may put his objections in writing and have them attached to the evaluation report to be placed in his personnel file. All evaluations shall be based upon valid criteria for evaluation professional growth as jointly determined by the Board and the Association. D. A mentor shall be assigned to every probationary teacher upon entrance of the teacher into the system. The mentor, insofar as possible, shall be a tenure teacher with a minimum of five (5) years teaching experience and shall be engaged in teaching within the same grade, building or discipline as the probationary teaching. It shall be the duty of the mentor to assist and counsel the probationary teacher in acclimating to the teaching profession and the school system. The mentor shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to involved in the terms and procedures evaluation of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school yearteacher. E. No later than April 1 March 15th of each probationary year, the Administration shall submit year the final written evaluation report will be furnished to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing writing, and provide for a meeting with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissibleBoard when requested. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond theretofile. A representative of the Association may, at the teacher's ’s request, accompany the teacher in this review. Each teacher's personal ’s personnel file shall contain the following minimum items of information: - TB report and required medical information - All teacher evaluation reports Teaching Certificate and/or copy - Teacher certificate - A transcript of academic records - Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, recommendation No material may be placed therein without allowing the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacheropportunity to file a response thereto, and said response shall become a part of said file. The performance evaluation will Administration has the right to be based don, but not limited to, one general observation. It is understood that some areas of present and delete college credentials and personal recommendations from the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable)folder.

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. Therefore, to this end, the following procedure has been agreed to in an effort to accomplish the goals. A. A In compliance with the teacher tenure act, each probationary teacher employee employed for at least one a full school year, shall year will be provided with an given individualized development plan (IDP). The IDP will be developed by appropriate administrative personnel staff in consultation with the probationary teacher. Probationary teachers shall be observed for the purposes of evaluation at least two (2) times during the school year. These formal observations shall occur at least ninety (90) days apart. Tenure teachers shall be evaluated a minimum of every other year. A probationary personal interview shall be held within ten (10) days after the observation. The written evaluation will be submitted within fifteen (15) school days of the observation with a copy to be furnished to the subject teacher. If a tenure teacher’s evaluation is unsatisfactory, the teacher will be evaluated at least once each full school year during put on an IDP. In the probationary periodevent that the teacher feels his/her evaluation was incomplete or unjust, which he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her personnel file to be completed by June 15. B. Evaluations shall only be conducted by a qualified building principal or assistant principal, or an administrator familiar with the teacher’s work designated by the Board. Each formal observation shall be an annual year-end made in person for a minimum of thirty (30) consecutive minutes. All monitoring or observation of the performance evaluation. The annual year-end performance evaluation of a teacher shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between conducted openly and with the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the No teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted formally observed during the period covered by the evaluation. If the tenured teacher has been provided an individualized development planfirst week of school, the evaluation shall include at least an assessment last two weeks of the teacher's progress in meeting goals of his school year or her individualized planon the day before a school holiday. C. A tenured teacher shall not be reprimanded, disciplined, No later than April 15 of each probationary year or discharged without just cause. Any matters subject seventy-five (75) days prior to the terms and procedures anniversary date of the Michigan Teacher Tenure Act shall hire if not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect hired at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation report, including the recommendation as to whether the teacher should be advanced to tenure status, offered additional probationary status, or denied a contract for the ensuing school year, will be furnished by the administration to the Superintendent superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendentsuperintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore thereof, in writing writing, with a copy to the Association, and provide for a hearing where requested. In any grievance or tenure proceeding, all evaluations and or responses thereto shall be admissibleadmissible as evidence. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable).

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of procedure for assisting and evaluating the progress and success of both newly employed and experienced personnel. Therefore, to this end, the following procedure has been agreed to in an effort to accomplish the goals. A. A In compliance with the teacher tenure act, each probationary teacher employee employed for at least one a full school year, shall year will be provided with an given individualized development plan (IDP). The IDP will be developed by appropriate administrative personnel staff in consultation with the probationary teacher. Probationary teachers shall be observed for the purposes of evaluation at least two (2) times during the school year. These observations shall occur at least ninety (90) days apart. Tenure teachers shall be evaluated a minimum of every other year. A probationary personal interview shall be held within ten (10) days after the observation. The written evaluation will be submitted within fifteen (15) school days of the observation with a copy to be furnished to the subject teacher. If a tenure teacher’s evaluation is unsatisfactory, the teacher will be evaluated at least once each full school year during put on an IDP. In the probationary periodevent that the teacher feels his/her evaluation was incomplete or unjust, which he/she may put his objections in writing and have them attached to the evaluation report to be placed in his/her personnel file. B. Evaluations shall only be conducted by a qualified building principal or assistant principal, or an administrator familiar with the teacher’s work designated by the Board. Each observation shall be an annual year-end made in person for a minimum of thirty (30) consecutive minutes. All monitoring or observation of the performance evaluation. The annual year-end performance evaluation of a teacher shall be based on, but not limited to, at least two classroom observations held at least sixty days apart, unless a shorter interval between conducted openly and with the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the No teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted formally observed during the period covered by the evaluation. If the tenured teacher has been provided an individualized development planfirst week of school, the evaluation shall include at least an assessment last two weeks of the teacher's progress in meeting goals of his school year or her individualized planon the day before a school holiday. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 March 15 of each probationary year, the Administration shall submit the final written evaluation report, including the recommendation as to whether the teacher should be advanced to tenure status, offered additional probationary status, or denied a contract for the ensuing school year, will be furnished by the administration to the Superintendent superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendentsuperintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore thereof, in writing writing, with a copy to the Association, and provide for a hearing where requested. In any grievance or tenure proceeding, all evaluations and or responses thereto shall be admissibleadmissible as evidence. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable).

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed and experienced teaching personnel. Therefore, the following procedure has been agreed to in an effort to accomplish these goals. A. A probationary written copy of the district’s criteria agreed to by the parties shall be distributed to each teacher employed for at least one full by the first day of school. B. Tenure teachers shall be evaluated no less than once every three years. C. A district administrator will conduct a pre-observation conference, which will review again the evaluation process and preview the day’s lesson objectives, place in course, teaching/learning activities, teaching behaviors, methods of measuring learning and any other behaviors the teacher might want monitored. This pre-observation conference will be held two (2) school yeardays prior to the first formal observation. A date and time in which the second formal observation will take place will be identified, but no pre-observation conference is required. It is understood that observations occurring during informal visits to district classrooms may provide information that can be included in evaluations. If in the course of these informal visits a concern is noted, it should be brought to the teacher’s attention within 5 work days. If a teacher’s assignment is in whole or in part non-instructional, i.e., counselor, the evaluation process and requirements, including classroom observations, shall be provided with an individualized development plan developed by administrative personnel in consultation modified to take into account the nature of the teacher’s duties and the teacher’s need to maintain confidentiality and rapport with the probationary teacherstudents. A probationary teacher will be evaluated at At least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited totwo (2) formal observations, at least sixty (60) days apart, each probationary year will be held and the annual teacher evaluation will include these observations and the IDP outcomes. At least two classroom observations held (2) formal observations, at least sixty (60) days apart, unless will be held for a shorter interval between the two classroom observations is mutually agreed upon by the tenure teacher and the administrationannual teacher evaluation will include these observations. The annual yearEvaluations will be conducted by a district administrator. D. A district administrator will conduct an open classroom observation of not less than one (1) class period at the secondary level and one (1) teaching lesson within fifty (50) consecutive minutes at the elementary level. No evaluation observation shall unduly interfere with the normal teaching-end learning process. All classroom monitoring or observation of the performance evaluation of a teacher for evaluative purposes shall include at least an assessment be conducted openly and with the full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers E. Within five (5) school days of a formal observation, the teacher will have a post-observation conference with the evaluator to discuss the observation. If an administrator believes a teacher is doing satisfactory work, a discussion will take place in the conference reinforcing the strengths of the teacher’s performance. At the teacher’s request, a final personal conference may be provided with a performance evaluation at least once every three held within five (35) years. school days of receipt of the written evaluation. F. If a tenured teacher has received receives a less than satisfactory performance evaluation, evaluation the teacher shall be provided with an individualized development plan (IDP) developed by administrative personnel an administrator in consultation with the individual teacher. The performance evaluation will IDP shall describe the teacher’s deficiencies, specific ways in which the teacher is to improve and the assistance to be based ongiven by the administrator or others. The teacher may submit a response to the evaluation, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by which may be attached to the evaluation. If The teacher shall be given a period of not less than 90 days to correct the tenured deficiencies and to improve the teaching performance to a satisfactory level during which periodic conferences between the administrator and the teacher has been provided an individualized development planwill take place. The teacher shall have the right of representation at any conference. Precise consequences, should the teacher fail to obtain the level of improvement prescribed by the IDP, will be discussed. G. All administrators involved in observations/evaluations shall be trained in the techniques and criteria to be used in the evaluation process. H. In accordance with Public Act 335 of 1993, Section 1426, for the first three years of employment in classroom teaching, a teacher shall include at least an assessment of be assigned one or more master teachers, or college professors or retired master teachers who shall act as a mentor or mentors to the teacher's progress in meeting goals . The building principal shall make the assignment(s). The mentor teacher assignment shall be subject to review by the mentor teacher and the mentee after each semester. Either the mentor teacher or the mentee may terminate the relationship at that time. Participation as mentor teacher is voluntary. The building principal shall publish a listing of his or her individualized plan. C. A tenured mentors and mentees annually. The mentor teacher shall not be reprimanded, disciplined, or discharged without just causeinvolved in evaluating the mentee. Any matters subject to A mentor teacher shall receive $150 per semester for being a mentor teacher. The mentee shall be paid $50 per day if the terms and procedures fifteen (15) professional development days required by P.A. 335 are not within the parameters of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures regular workday and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 I. Probationary teachers new to the teaching profession will be placed on an IDP the first four (4) years of teaching. The probationary teacher’s mentor will be involved in meetings regarding the IDP. New teachers need to report conflicts with building administrator to their mentor/Association Representative. Mentor/Association Representative will use conflict resolution to resolve issues. The IDP for all teachers will identify goals individualized to meet the needs of the teacher. It will be created and structured with the intent of success to promote professional growth. The process will allow suggestions from the teacher to attain the goals and methods to attain those goals. The IDP will be explained to and discussed with the teacher at a conference called by the evaluator for that purpose. IDP form for non-tenured is Schedule X. X. By the end of each probationary year, the Administration shall submit the a final written evaluation report shall be furnished to the Superintendent covering each probationary teacher. Attempts will be made to furnish this report by April 15th. A copy shall be furnished to the teacher, the Association teacher and the Department ChairpersonAssociation. If the report contains any information not previously made known to, to and discussed with, with the probationary teacher, the probationary teacher shall have an opportunity to submit additional information to the Superintendent. In the event The non-renewal of a probationary teacher is shall not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy be subject to the Associationarbitration. In any The grievance or tenure proceeding, all evaluations and responses thereto procedure shall be admissible. F. Each teacher shall have the right, upon request, not apply to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers those areas covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based donTenure Act, including, but not limited toto the discharge and/or demotion of a tenure teacher. K. The Board agrees that evaluations shall not be used as punishment, one general observationdiscipline or reprimand; however, the process outlined above shall not be interpreted as punishment, discipline or reprimand. It is understood and agreed by the parties that some areas the evaluation procedure is subject to the grievance procedure. It is expressly understood that the evaluation of the teacher and the criteria used to evaluate the teacher are not subject to the grievance and arbitration procedure. L. In the event the teacher feels an evaluation is unjust, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her personnel file. M. Commencing in the 2004-05 school year, the Board shall establish a committee to study the instrument may not used to evaluate the teaching staff. The committee shall be appropriate composed of a teacher and a principal from each building. Upon completion of the study, the committee shall present their recommendations to the Board of Education, and the resulting Board action on the recommendations will be recorded. The committee will meet every four (4) years for the non- classroom teacher and those areas may be noted as “NA” (non-applicable)purpose of reviewing the evaluation instrument.

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of developing a procedure for assisting and evaluating the progress and success of both newly employed and experienced teaching personnel. Therefore, the following procedure has been agreed to in an effort to accomplish these goals. A. A probationary written copy of the district’s criteria agreed to by the parties shall be distributed to each teacher employed for at least one full by the first day of school. B. Tenure teachers shall be evaluated no less than once every three years. C. A district administrator will conduct a pre-observation conference, which will review again the evaluation process and preview the day’s lesson objectives, place in course, teaching/learning activities, teaching behaviors, methods of measuring learning and any other behaviors the teacher might want monitored. This pre-observation conference will be held two (2) school yeardays prior to the first formal observation. A date and time in which the second formal observation will take place will be identified, but no pre-observation conference is required. It is understood that observations occurring during informal visits to district classrooms may provide information that can be included in evaluations. If in the course of these informal visits a concern is noted, it should be brought to the teacher’s attention within 5 workdays. If a teacher’s assignment is in whole or in part non-instructional, i.e., counselor, the evaluation process and requirements, including classroom observations, shall be provided with an individualized development plan developed by administrative personnel in consultation modified to take into account the nature of the teacher’s duties and the teacher’s need to maintain confidentiality and rapport with the probationary teacherstudents. A probationary teacher will be evaluated at At least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited totwo (2) formal observations, at least sixty (60) days apart, each probationary year will be held and the annual teacher evaluation will include these observations and the IDP outcomes. At least two classroom observations held (2) formal observations, at least sixty (60) days apart, unless will be held for a shorter interval between the two classroom observations is mutually agreed upon by the tenure teacher and the administrationannual teacher evaluation will include these observations. The annual yearEvaluations will be conducted by a district administrator. D. A district administrator will conduct an open classroom observation of not less than one (1) class period at the secondary level and one (1) teaching lesson within fifty (50) consecutive minutes at the elementary level. No evaluation observation shall unduly interfere with the normal teaching-end learning process. All classroom monitoring or observation of the performance evaluation of a teacher for evaluative purposes shall include at least an assessment be conducted openly and with the full knowledge of the teacher's progress in meeting the goals of his or her individualized development plan. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers E. Within five (5) school days of a formal observation, the teacher will have a post-observation conference with the evaluator to discuss the observation. If an administrator believes a teacher is doing satisfactory work, a discussion will take place in the conference reinforcing the strengths of the teacher’s performance. At the teacher’s request, a final personal conference may be provided with a performance evaluation at least once every three held within five (35) years. school days of receipt of the written evaluation. F. If a tenured teacher has received receives a less than satisfactory performance evaluation, evaluation the teacher shall be provided with an individualized development plan (IDP) developed by administrative personnel an administrator in consultation with the individual teacher. The performance evaluation will IDP shall describe the teacher’s deficiencies, specific ways in which the teacher is to improve and the assistance to be based ongiven by the administrator or others. The teacher may submit a response to the evaluation, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by which may be attached to the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by given a period of not less than 90 days to correct the procedures deficiencies and standards of to improve the Michigan Teacher Tenure Act applicable theretoteaching performance to a satisfactory level during which period conferences between the administrator and the teacher will take place. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedure, but such grievances shall not be subject to arbitration. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the rightright of representation at any conference. Precise consequences, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany should the teacher fail to obtain the level of improvement prescribed by the IDP, will be discussed. G. All administrators involved in this reviewobservations/evaluations shall be trained in the techniques and criteria to be used in the evaluation process. 1. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development Mentor - PA In accordance with Public Act 335 of 1993 G. Non-, Section 1426, for the first 3 years of employment in classroom tenured teaching, a teacher shall be assigned 1 or more master teachers, or college professors or retired master teachers covered under this agreement will have who shall act as a performance evaluation at least once every three (3) years. If mentor or mentors to the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation building principal shall make the assignment(s). The Mentor Teacher assignment shall be subject to review by the Mentor Teacher and the Mentee after each semester. Either the Mentor Teacher or the Mentee may terminate the relationship at that time. Participation as Mentor Teacher is voluntary. The building principal shall publish a listing of mentors and mentees annually. The Mentor Teacher shall not be involved in evaluating the Mentee. A Mentor Teacher shall receive $150 per semester for being a Mentor Teacher. The Mentee shall be paid $50 per day if the fifteen (15) professional development days required by P.A. 335 are not within the parameters of the regular workday and work year. 2. Individual Development Plan (IDP). Probationary teachers new to the teaching profession will be based don, but not limited to, one general observationplaced on an IDP the first four (4) years of teaching. The probationary teacher’s mentor will be involved in meetings regarding the IDP. New teachers need to report conflicts with building administrator to their mentor/Association Representative. Mentor/Association Representative will use conflict resolution to resolve issues. The IDP for all teachers will identify goals individualized to meet the needs of the teacher. It is understood will be created and structured with the intent of success to promote professional growth. The process will allow suggestions from the teacher to attain the goals and methods to attain those goals. The IDP will be explained to and discussed with the teacher at a conference called by the evaluator for that some areas of the evaluation instrument may not be appropriate purpose. IDP form for the non- classroom teacher and those areas may be noted as “NA” (non-applicable).tenured is Schedule X.

TEACHER EVALUATION AND PROGRESS. The parties recognize the importance and value of a procedure for assisting and evaluating the progress and success of both newly-hired and experienced personnel. Each probationary Bargaining Unit Member shall have a minimum of two (2) evaluations annually. Tenured Bargaining Unit Members shall be evaluated a minimum of once biannually. The following procedure is established to accomplish these goals: A. A probationary teacher employed The evaluation of the work of all Bargaining Unit Members is the responsibility of the administration. B. All monitoring or observation of the work of a Bargaining Unit Member shall be conducted openly and with full knowledge of the Bargaining Unit Member. C. Copies of all communications, including evaluations by COOR administrators, commendations, and validated complaints directed toward Bargaining Unit Members, which are included in the personnel file, shall be given to the Bargaining Unit Member at the time of inclusion. Upon completion all evaluations shall be reduced to writing and a copy given to the Bargaining Unit Member within ten (10) working days of the personal conference between the Bargaining Unit Member and his/her evaluator. If the Bargaining Unit Member disagrees with the evaluation, he/she may submit a written answer which shall be attached to the file copy of the evaluation in question, and/or submit any disagreement to the liaison committee. D. Following the actual observation, a personal conference shall be held between the Bargaining Unit Member and his evaluator for at the purposes of reviewing the observation. E. If an evaluator identifies areas for improvement in a Bargaining Unit Member's performance, areas needing improvement shall be set forth in specific written terms, as shall an identification of the specific ways in which the Bargaining Unit Member is to improve and of assistance to be given by the administrator. F. At least one full (1) observation will be announced forty-eight (48) hours prior to such observation. G. Each Bargaining Unit Member, upon his employment or at the beginning of the school year, whichever is later, shall be provided with an individualized development plan developed by administrative personnel in consultation with apprised of the specific criteria upon which evaluations will take place. Job descriptions shall be supplied to the individuals. H. If the Superintendent is contemplating recommending to the Board of Education, the dismissal of a probationary Bargaining Unit Member for unsatisfactory work, then he shall notify the probationary teacher. A probationary teacher will be evaluated at least once each full school year during the probationary period, which shall be an annual year-end performance evaluation. The annual year-end performance evaluation shall be based on, but not limited to, at least two classroom observations held Bargaining Unit Member of this fact at least sixty (60) days apart, unless a shorter interval between prior to the two classroom observations is mutually agreed upon by the teacher and the administration. The annual year-end performance evaluation shall include at least an assessment of the teacherBargaining Unit Member's progress in meeting the goals of his or her individualized development planwork year. Any Individual Development Plan must be consistent with evaluation criteria. B. Tenured teachers will be provided with Refusal to offer a performance evaluation at least once every three (3) years. If a tenured teacher has received a less than satisfactory performance evaluation, the teacher shall be provided with an individualized development plan developed by administrative personnel in consultation with the individual teacher. The performance evaluation will be based on, but not limited to, at least two classroom observations, at least sixty days apart, conducted during the period covered by the evaluation. If the tenured teacher has been provided an individualized development plan, the evaluation shall include at least an assessment of the teacher's progress in meeting goals of his or her individualized plan. C. A tenured teacher shall not be reprimanded, disciplined, or discharged without just cause. Any matters subject to the terms and procedures of the Michigan Teacher Tenure Act shall not contract may be subject to the grievance procedure or arbitration provisions of this Agreement. The discharge or demotion of a tenured teacher shall be governed exclusively by if probationary procedures, as outlined in the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. The discharge of a probationary teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. Probationary teachers may appeal disciplinary measures through the grievance procedureAct, but such grievances shall are not be subject to arbitrationbeing followed. D. Revision of the criteria, format or instrument for evaluation of staff may be initiated by the Superintendent or the Association through the Educational Advisory Council (E.A.C.). The E.A.C. may establish a committee of staff and administrators to work on any evaluation modification requests. If the revision is reviewed and approved by a majority of E.A.C. members, the new evaluation criteria, format or instrument will go into effect at the beginning of the next school year. E. No later than April 1 of each probationary year, the Administration shall submit the final written evaluation to the Superintendent covering each probationary teacher. A copy shall be furnished to the teacher, the Association and the Department Chairperson. If the report contains any information not previously made known to, and discussed with, the probationary teacher, the teacher shall have an opportunity to submit additional information to the Superintendent. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association. In any grievance or tenure proceeding, all evaluations and responses thereto shall be admissible. F. Each teacher shall have the right, upon request, to review the contents of his own personnel file and respond thereto. A representative of the Association may, at the teacher's request, accompany the teacher in this review. Each teacher's personal file shall contain the following items of information: All teacher evaluation reports Teaching Certificate and/or copy A transcript of academic records Tenure recommendations Policy review documentation Federal I-9 Form Criminal Record Check/Fingerprints PA 189 Document Annual Record of Professional Development - PA 335 of 1993 G. Non-classroom tenured teachers covered under this agreement will have a performance evaluation at least once every three (3) years. If the non-classroom teacher has received a less than satisfactory performance evaluation, the teacher will be provided with an individualized development plan developed by the administration personnel in consultation with the individual non-classroom teacher. The performance evaluation will be based don, but not limited to, one general observation. It is understood that some areas of the evaluation instrument may not be appropriate for the non- classroom teacher and those areas may be noted as “NA” (non-applicable).